http://jms.sciedupress.com Journal of Management and Strategy Vol. 8, No. 1; 2017 Published by Sciedu Press 18 ISSN 1923-3965 E-ISSN 1923-3973 The Influence of Organizational Justice on Intention to Leave: Examining the Mediating Role of Organizational Commitment and Job Satisfaction Mohammad Hani Al-Kilani 1 1 Department of Business Administration, Al-Hussein Bin Talal University, Jordan Correspondence: Dr. Mohammad Hani Al-Kilani, Assistant Professor of Organization Theory, Department of Business Administration, Al-Hussein Bin Talal University, Jordan. Received: November 21, 2016 Accepted: December 5, 2016 Online Published: February 3, 2017 doi:10.5430/jms.v8n1p18 URL: http://dx.doi.org/10.5430/jms.v8n1p18 Abstract The current study was conducted on the employees of a Jordanian governmental department that has 240 employees, using a questionnaire. The number of the returned questionnaires was 150, achieving response rate of 62.5%. The influences of organizational justice, organizational commitment and job satisfaction on employees’ intention to leave their job were scrutinized and were supported. The mediating roles of organizational commitment and job satisfaction in the relationship between organizational justice and intention to leave were investigated and corroborated. As previous research supported the relations between the studied variables, the contribution of this study is the suggested and corroborated conceivable succession for the effects of the precursors of employees’ intentions to leave their jobs, which demonstrate its significance. The implications and limitations of this study are presented. Keywords: intention to leave, distributive justice, procedural justice, interactional justice, job satisfaction, organizational commitment, Jordan 1. Introduction A number of researchers studied employees’ intentions to leave their job, implying a voluntary intended action; to predict the actual turnover rates. Nonetheless, the presence of intentions to leave exemplifies a potential threat to the organizations that epitomize employees’ work places. Several antecedents of turnover were addressed by researchers suggesting that controlling these antecedents can alleviate the potential threat imposed by turnover rates. This study addresses several antecedents of employees’ intentions to leave and scrutinizes mediating roles amongst these predecessors. The mediating roles suggest the sequence of these antecedents, hence, identifying the stages for monitoring and controlling these antecedents. Literature supports the influence of employees’ perceived organizational justice, job satisfaction, and organizational commitment; on their intentions to voluntary leave their jobs. Simultaneously, the corroboration of the impact of organizational justice on both job satisfaction and organizational commitment is also palpable in the literature. These evidences suggest the mediating roles for both job satisfaction and organizational commitment between organizational justice and intention to leave. Further, this study was conducted on public employees embracing permanent and annual contracted ones. Hence, their organization is amongst the non-profit group, where employment is opened through the civil service bureau, and objective selection criteria are applied. 2. Literature Review 2.1 Organizational Justice As an important aspect of employees’ work related perception, researchers (e.g., Byrne and Cropanzano, 2001) acquiesce that organizational justice was first coined by Greenberg (1987). Organizational justice refers to justice in the workplace (Greenberg, 1990) and the psychology of fairness in organizational context (Byrne and Cropanzano, 2001).